Starbucks Canada has received the Fertility Matters Canada 2025 Better Benefits Award in recognition of its new parental leave top-up benefit, introduced earlier this month.
The employer has been recognised with the award due to its work on family-building and fertility care, which includes support for IVF and IUI services, as well as a family expansion reimbursement of up to $40,000 (£21,561) for eligible adoption and surrogacy costs.
Through the new parental leave top-up benefit, all eligible employees, including retail hourly staff working an average of 20 hours or more per week with at least six months of continuous service, can now receive up to 12 weeks of 100% top-up pay while on parental leave.
The initiative has been launched to better support employees through important life moments, and is part of its continued investment in the people who power the business. Its aim is to provide practical support that meets the evolving needs of today’s workforce and the flexibility and financial security to balance work and family.
Michael Watson, vice president partner resources at Starbucks Canada, said: “Our success starts and ends with our partners. Whether it is about career, education or family, we offer competitive pay and a collection of benefits that are best in class. Being recognised by Fertility Matters Canada with the 2025 Better Benefits Award affirms the impact of these efforts.
“Paid parental leave supports employee wellbeing, reduces financial pressure, and helps build a stronger, more inclusive workplace. At Starbucks Canada, we’re proud to continue delivering meaningful benefits that reflect how much we value the partners behind every cup.”
Starbucks Canada offers all eligible salaried or retail hourly employees, who work an average of 20 hours per week, a maximum of $25,000 (£13,475) in IVF treatment and $10,000 (£5,390) for medication for a total of $35,000 (£18,866) in potential insurance coverage, a maximum of $40,000 in benefits for IUI treatments, and childcare matching, adoption services and caregiver support groups through Telus Heath’s employee assistance programme.
It also offers a partner choice programme in which eligible staff can allocate an annual amount to a health spending account (HSA), which can be put towards medical expenses not covered under extended health plan, and a personal wellness account, which can cover childcare costs and groceries.
